This is a full-time onsite role based in the location(s) posted and is performed from the designated work location five days per week.
Position Summary:
The Assistant Vice President (AVP), Talent Intelligence is responsible for leading AT&T's enterprise Talent Intelligence function, connecting leadership succession planning with proactive external talent strategy. This executive leader partners closely with Talent Management to assess succession readiness across critical leadership positions, identify future talent risks, and develop external leadership pipelines to support long-term business continuity.
The AVP will leverage workforce analytics, talent intelligence, competitive market insights, and executive networking to identify high-caliber external leaders for key and strategic roles. This role focuses on building relationships with potential future leaders, creating actionable succession strategies, and ensuring AT&T maintains a robust external bench of talent aligned to future business needs.
This position serves as a strategic advisor to senior executives by providing talent market intelligence, succession insights, and recommendations that enable informed leadership planning decisions.
Key Responsibilities: Enterprise Succession & Leadership Planning
Partner with Talent Management to evaluate succession readiness for officer, vice president, and critical leadership roles.
Identify succession vulnerabilities, leadership gaps, and positions with limited internal bench strength.
Develop strategies to strengthen succession pipelines and mitigate leadership risk.
Participate in enterprise talent review and succession planning processes.
Talent Intelligence & Market Insights
Build an enterprise-wide talent intelligence capability that provides actionable insights on leadership talent availability, competitor movements, and market trends.
Conduct leadership talent mapping across target industries, competitors, and adjacent sectors.
Analyze external labor market dynamics and executive talent trends.
Deliver executive reports and recommendations to HR and business leadership teams.
External Leadership Pipeline Development
Identify and cultivate relationships with high-performing external leaders aligned with future succession needs.
Develop long-term candidate engagement strategies for key executive and mission-critical roles.
Build and maintain leadership talent communities and executive prospect pipelines.
Create talent maps and candidate slates for anticipated future vacancies.
Executive Candidate Engagement
Conduct strategic outreach and exploratory discussions with prospective executive candidates.
Assess leadership capabilities, career aspirations, mobility preferences, and organizational fit.
Maintain ongoing relationships with high-potential leaders in priority talent segments.
Ensure external pipelines reflect enterprise diversity and inclusion objectives.
Workforce & Predictive Talent Analytics
Utilize workforce data, retirement projections, organizational trends, and market intelligence to anticipate future leadership needs.
Develop predictive models that inform strategic workforce and succession planning decisions.
Create dashboards and executive-level reporting to monitor leadership pipeline health. Translate talent intelligence into actionable business recommendations.
Strategic Business Partnership
Serve as the primary liaison between Talent Acquisition and Talent Management regarding enterprise succession planning.
Partner with senior leaders and HR Business Partners to understand future organizational capability needs.
Align executive recruiting strategies with long-term business growth objectives.
Influence enterprise talent decisions through data-driven recommendations and market insights.
Qualifications: Required
12+ years of progressive experience in Executive Recruiting, Talent Intelligence, Talent Management, Workforce Planning, or Executive Search.
Experience supporting executive and succession planning programs in large, complex organizations.
Strong expertise in talent mapping, executive assessment, market intelligence, and workforce analytics.
Demonstrated ability to influence senior executives and drive enterprise talent strategies.
Exceptional communication, consulting, and relationship management skills.
Preferred
Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field. Master's degree in Business Administration, Human Resources, Organizational Psychology, or related discipline.
Experience within a Fortune 100 organization.
Background in telecommunications, technology, media, or highly competitive talent markets.
Experience utilizing AI-enabled talent intelligence and workforce planning technologies.
Executive search firm or leadership advisory experience.
Our AVP Talent Acquisition jobs earn between $174,100.00 - $261,100.00 USD Annual. Not to mention all the other amazing rewards that working at AT&T offers. Individual starting salary within this range may depend on geography, experience, expertise, and education/training.
Joining our team comes with amazing perks and benefits:
Medical/Dental/Vision coverage
401(k) plan
Tuition reimbursement program
Paid Parental Leave
Paid Caregiver Leave
Additional sick leave beyond what state and local law require may be available but is unprotected
Adoption Reimbursement
Disability Benefits (short term and long term)
Life and Accidental Death Insurance
Supplemental benefit programs: critical illness/accident hospital indemnity/group legal
Employee Assistance Programs (EAP)
Extensive employee wellness programs
Employee discounts up to 50% off on eligible AT&T mobility plans and accessories, AT&T internet (and fiber where available) and AT&T phone
Long Term Grants and Deferred Compensation
Paid Time Off and Holidays (based on date of hire, at least 28 days of vacation each year and 9 company-designated holidays
Weekly Hours: 40
Time Type: Regular
Location: Dallas, Texas
Salary Range:
$174,100.00 - $261,100.00
AT&T and its subsidiaries are committed to equal employment opportunity. All hiring, promotion, and other employment decisions remain merit-based and free from discrimination on the basis of race, color, religion, religious creed, national origin, ancestry, age, sex, sexual orientation, gender, gender identity, gender expression, physical disability, mental disability, pregnancy, medical condition, genetic information, marital status, citizenship status, military status, veteran status, or any other characteristic protected by federal, state, or local laws. In addition, AT&T will provide reasonable accommodations to qualified individuals with disabilities. AT&T is a fair chance employer and does not initiate a background check until an offer is made.
